Washington janitor employment contract template

Washington Janitor Employment Contract

This Washington Janitor Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Employer Full Legal Name], with a principal place of business at [Employer Address] (“Employer”), and [Employee Full Legal Name], residing at [Employee Address] (“Employee”).

1. Position and Duties

The Employer hires the Employee as a Janitor or Custodian.

The Employee's duties include:

• Routine cleaning of assigned facilities.
• Sweeping, mopping, and vacuuming floors.
• Emptying trash receptacles.
• Cleaning restrooms and break rooms.
• Restocking supplies.
• Sanitizing high-touch surfaces.
• Window and surface cleaning.
• Minor maintenance (e.g., replacing light bulbs).
• Reporting major repair needs.
• Exterior tasks (e.g., sidewalk cleaning, snow/ice removal).
• Safe handling and dilution of cleaning chemicals.
• Use and maintenance of cleaning equipment (e.g., buffers, extractors, carts).
• Other duties as assigned within the scope of janitorial services.

The work location is [Work Location Address], which may require travel between sites [Specify travel requirements, e.g., between multiple buildings in Seattle].

2. Work Schedule

The regular work schedule is [Number] hours per week, with shift times from [Start Time] to [End Time], [Specify any rotating or split shifts].

Unscheduled overtime work may be required. Overtime will be compensated according to Washington state law.

The Employee is entitled to daily and meal/rest break periods as required by Washington law: a 10-minute paid break for every 4 hours worked and at least a 30-minute unpaid meal period for shifts over 5 hours.

3. Employment Status

The Employee’s employment status is full-time, non-exempt.

The Employee is eligible for overtime pay at 1.5 times the regular rate for hours worked over 40 in a workweek, as per Washington state law.

4. Compensation

The Employee’s hourly wage rate is [Dollar Amount], which is no less than the Washington state minimum wage (and any applicable city/local minimum wage).

Pay frequency is [Pay Frequency, e.g., bi-weekly].

Pay method is [Pay Method, e.g., direct deposit].

Overtime will be calculated as required by Washington law.

[Option A]: Differential pay for late-night or hazardous shifts is offered at [Dollar Amount] per hour.

[Option B]: No differential pay will be offered.

[Option A]: A sign-on bonus of [Dollar Amount] will be paid after [Number] days of employment.

[Option B]: A retention bonus of [Dollar Amount] will be paid after [Number] months of employment.

The Employer will comply with timely payment requirements on regular paydays.

5. Benefits

[Option A]: Health insurance, dental insurance, vision insurance, life insurance, and disability insurance will be provided, with eligibility beginning on [Date].

[Option B]: No health, dental, vision, life, or disability insurance will be provided by the employer.

[Option A]: A retirement plan (401k or state’s Secure Choice) is offered. Details are available in the employee handbook.

[Option B]: No retirement plan is offered by the employer.

Paid sick leave will accrue in accordance with the Washington Sick Leave Law (1 hour per 40 hours worked).

[Option A]: Vacation policy is as follows: [Describe vacation policy].

[Option B]: No vacation leave will be provided.

Paid holidays are [List Paid Holidays].

Family leave is provided in accordance with Washington’s Paid Family and Medical Leave (PFML) program.

[Option A]: Union benefits are provided as per the collective bargaining agreement with [Union Name].

[Option B]: This position is not covered by a collective bargaining agreement.

6. Workers' Compensation and Safety

The Employee is covered by Washington workers’ compensation insurance.

The Employer will comply with the Washington Industrial Safety and Health Act (WISHA).

The Employer will provide personal protective equipment (PPE) without charge to the Employee.

Training will be provided on bloodborne pathogens, hazardous substances, and safe lifting techniques.

7. Reporting Workplace Issues

The Employee must report workplace injuries, unsafe conditions, or exposure to hazardous materials immediately.

There will be no retaliation for good-faith safety concerns, as per Washington law.

8. Background Checks and Vaccinations

Employment is contingent upon successful completion of a background check, fingerprinting, and drug screening.

[Option A]: Vaccination or proof of immunization is required, as per [Client Name] policy due to working in a healthcare/educational facility.

[Option B]: No vaccination or proof of immunization is required.

9. Training and Certifications

The Employee will participate in training and recertification on cleaning equipment.

[Option A]: The Employee will follow green or sustainable cleaning protocols as mandated by [Client Name].

[Option B]: Green or sustainable cleaning protocols are not applicable to this position.

The Employee will complete assigned logs or checklists.

10. Uniforms and Identification

[Option A]: The Employer will provide uniforms, and laundering will be the responsibility of [Employer/Employee].

[Option B]: No uniform will be provided. The Employee must follow a dress code specified as [Describe dress code].

The Employee must maintain and display an ID badge at all times.

The Employee will be issued access cards and keys and is responsible for their security.

11. Performance Evaluation

Performance will be evaluated based on building inspection standards, customer satisfaction, and supervisor reporting.

The Employee reports to [Supervisor Name], [Supervisor Title].

12. Behavioral Expectations

The Employee must conduct themselves professionally toward occupants, tenants, and coworkers.

The Employee must promptly report damages or safety hazards.

The Employee must adhere to confidentiality regarding building security systems, access codes, and client property.

13. Anti-Discrimination and Harassment

The Employer maintains anti-discrimination, equal opportunity, and anti-harassment policies, as required by the Washington Law Against Discrimination.

14. Whistleblower Protection

The Employer will not retaliate against employees for reporting suspected illegal or unethical conduct.

A compliance hotline is available at [Phone Number/Website].

The Employer’s formal complaint process is described in the employee handbook.

15. Additional Duties

The Employee may be assigned duties not expressly listed, as long as they are within the usual scope of janitorial services.

The Employee will not be required to perform dangerous, unlawful, or non-janitorial work.

16. Property Return

Upon separation, the Employee must return all property, including cleaning cards, keys, uniforms, and any supplied devices.

17. Termination

[Option A]: The Employer requires [Number] days' written notice for voluntary resignation.

[Option B]: The Employee may resign without any advanced notice, though it is professionally courteous.

Immediate dismissal is possible for theft, violence, or repeated safety violations.

Final pay will be provided no later than the next regular payday, as per RCW 49.48.

Eligibility for rehire is at the Employer's discretion.

18. Union Membership

[Option A]: This position is within a bargaining unit represented by [Union Name]. The collective bargaining agreement governs the terms and conditions of employment. Grievance procedures are outlined in the collective bargaining agreement.

[Option B]: This position is not represented by a union.

19. Non-Compete

Washington state prohibits non-compete agreements for hourly workers. No non-compete clause shall restrict future janitorial employment.

Nondisclosure and non-solicitation of clients or proprietary business information is permitted, if narrowly tailored to protect the employer’s legitimate business interests.

20. Compliance with Laws

The Employer will comply with all applicable state and local wage theft, Paid Family and Medical Leave (PFML) statutes.

The Employer will post notices of workers’ rights as required by the Washington State Department of Labor & Industries.

21. Governing Law and Dispute Resolution

This Agreement is governed by the laws of Washington. Venue for all disputes is [County Name] County, Washington.

Mandatory dispute resolution steps include [Internal Complaint/Mediation/Arbitration].

The Employer will provide interpreter or translation services upon request for non-English-speaking employees. This agreement is available in [Language] upon request.

22. Amendments

The terms of this Agreement may be updated or amended with written notice and employee consent.

All policy handbooks or referenced documents will be provided to the Employee at or before the start of employment.

23. Special Conditions

This worksite includes the specialized protocol of [Specify hazardous material/biohazard cleaning; specific features of the worksite, or contractual requirements of a third-party client].

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

____________________________
[Employer Full Legal Name]

By: ____________________________
[Employer Representative Name and Title]

____________________________
[Employee Full Legal Name]